How to Help Employees With Burnout: 10 Facts and 10 Practical Strategies for Managers

Debbie is always the first to arrive at work and usually the last to leave. She answers emails during her lunch break, volunteers for extra projects, and never takes vacation. 

A bad manager might think, “Wow, great, I can really depend on Debbie. She’s such a hard worker—let’s give her a small pay raise and keep giving her more and more responsibilities. After all, it seems like she can handle the pressure.” 

But a good manager knows that burning the candle at both ends isn’t a long-term strategy. Something’s gotta give, and it’ll either be Debbie’s health or the quality of Debbie’s work. This manager knows how to help employees with burnout, from preventing it to spotting the signs when it sets in. 

This guide explores burnout in more detail so you can support and retain your employees. 

Understanding the current state of burnout in the workplace

We tend to think about burnout as something that happens to those who put in 80-hour weeks—surgeons, politicians, or lawyers who work around the clock to excel in their careers. But it can happen to people working in any role in any industry. And it’s not new either. 

In 2019, the World Health Organization formally classified burnout as an “occupational phenomenon.” It further describes it as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” Symptoms include: 

• Feelings of energy depletion or exhaustion 
• Feeling mentally distant from work or being negative or cynical about the nature of your job
• Reduced professional efficacy

10 facts about burnout and employee well-being

Burnout is prevalent in the modern workplace, prompting a ton of research on the condition. Here are some fast facts to bring you up to speed: 

• 48% of workers in Australia, Canada, France, Germany, India, Japan, the U.K., and the U.S. are currently struggling with burnout. 
• Women, members of the LBGTQ+ community, people with disabilities, and deskless workers experience up to 26% higher burnout. (Boston Consulting Group) 
• 1 in 4 employees experiences episodes of burnout 4 or more times each year. (Asana) 
• Burnout creates a 57% increased risk of workplace absence greater than two weeks. (Borritz et al., 2010)
• Burnout boosts the risk of developing depressive disorders by 180%. (Ahola et al., 2005)
• Burnout increases the risk of Type 2 diabetes by 84%. (Melamed et al., 2006)
• It also elevates the risk of hypertension by 40%. (von Känel et al., 2020)
• Workplace burnout can impair short-term memory, attention, and other cognitive processes essential for daily work activities. (Gavelin et al., 2022).
• People with global burnout report high presenteeism rates of 62.5%. 
• They also report high absenteeism rates of 62.3%. (Journal of Public Health) 

How to identify burnout in employees

While employees and their families may likely notice signs of burnout in themselves or someone they care about, it may be more challenging for managers to identify employees who are struggling. 

Typically, the signs of burnout fall into three main buckets: physical, mental, and behavioral symptoms. 

Physical symptoms of burnout 

• Chronic fatigue or feeling exhausted, even after a good night’s sleep 
• Headaches, stomachaches, or other physical symptoms with no medical cause 
• Frequent illnesses due to a weakened immune system from chronic stress 

Mental symptoms of burnout 

• Difficulty concentrating or focusing on work tasks 
• Memory problems and forgetfulness 
• Feeling overwhelmed by work responsibilities and unable to cope

Behavioral indicators of burnout

• Withdrawal from social situations at work and home 
• Irritability and mood swings
• Changes in eating habits (overeating or lack of appetite) 

10 ways to help employees overcome burnout

Here are 10 practical strategies you can customize: 

1. Enforce management training 

Managers have a duty of care to their employees and must take proactive steps to prevent and support those workers who need it. Effective burnout training for managers should: 

• Teach how to identify burnout signs in employees 
• Educate on the dangers of not addressing or managing burnout 
• Provide tools and resources for supporting workers with burnout, such as employee stress management techniques and work-life balance strategies

When managers commit to their leadership training and make a real difference to the workers under their wing, this contributes to a 70% boost in employee engagement. 

2. Implement mental health days 

Mental health days give your employees permission to prioritize self-care and rest. Separate from regular sick leave, duvet days, or company shutdowns, they allow employees to take paid time off to mentally recharge. You might offer a set number of days per year or opt for unlimited days. 

Employees might use their time to catch up on sleep, unplug, read a book, cook some nutritious food, or spend time in nature. As a manager, it’s not your job to ask questions about how your employees spend their mental health days (no one should have to justify themselves), but you might signpost some suggestions as inspiration. 

3. Offer flexible work schedules 

If the pressure of balancing work and home is causing undue stress in your employees, flexible work arrangements could alleviate some of the burden. There are numerous models you could choose from, including: 

• Remote or hybrid options that support the idea of work being something you do rather than somewhere you go 
• Compressed workweeks allowing employees to work longer hours over fewer days 
• Flexible hours enabling employees to work early in the morning, late at night, or whenever best matches their body’s circadian rhythms 
• Job sharing, where two part-time workers split one role 
• Annualized hours allowing employees to work a set number of hours per year and self-determine their schedules 

While some leaders fear the idea of giving their employees autonomy over their work schedules, Celynn Morin, a well-being whisperer and professional speaker, argues that it’s essential. 

“Trusting your team and respecting their humanity is the foundation of great leadership. Work is just one part of a full, messy, and beautiful life, and when leaders create space for that, teams thrive. As someone who champions well-being, I know the impact this approach has—not just on results but on resilience, creativity, and long-term success.”

4. Monitor workloads 

Too much work is a common cause of burnout, and it impacts some more than others. For example, when layoffs occur, surviving team members are often left picking up the pieces of their colleagues’ workloads without additional support. Similarly, people with different personality types or mental health conditions may be more likely to struggle with their workloads. 

People with ADHD typically experience burnout faster than neurotypical workers because of the way their brains respond to job stress. And your introverted employees could struggle more when their workdays are overloaded with meetings and social commitments. 

Create systems that help you stay on top of how much work your team members are doing so you can step in if things start getting too heavy.

5. Introduce employee assistance programs (EAPs) 

Managers should always make themselves available and approachable to employees in need. But your workers should also have the option to seek support from a third party. Employee assistance programs (EAPs) are a strong option, providing your workers with confidential mental health counseling, advice, and coaching when they need it. 

Alongside supporting employees through crises or moments of burnout, EAPs can provide resources and guidance to help employees maintain their mental well-being over the long term. They can also be a powerful tool for reducing stigma in the workplace.

6. Create employee resource groups (ERGs) 

Employees who feel isolated at work are more likely to experience burnout. We know from BCG’s research that burnout can be halved when employees feel included at work. Employee resource groups are one way to bring people together. These groups create safe spaces for employees with similar backgrounds, identities, or interests to connect and support one another. They also serve as a platform for amplifying underrepresented voices and driving positive change within the organization.

Example: In 2021, SaaS company Zapier created its first ERG playbook aimed at supporting and recognizing the work of its employee resource groups: Prizm (for LGBTQIA+ employees), EMPOWER (for women at Zapier), and BIPOC (for Zapier employees who are black, indigenous, or people of color.) 

7. Conduct regular well-being check-ins 

As part of your approach to preventing employee burnout, don’t wait for the symptoms to set in before you take action. Instead, measure employee well-being by committing to regular check-ins and surveys. You might ask a mix of questions like: 

• How are you feeling about your workload? 
• Are you clear about the expectations of your role? 
• Do you find yourself involved in conflicts with your colleagues? 
• Do you feel supported in your role? 
• Are there any particular challenges or stressors that have been impacting your mental well-being lately? 
• Do you have enough energy left at the end of the working day to enjoy your personal life? 
• Has your work-life balance been affected recently? 

Anonymous feedback may extract honest opinions from your team, but it will prevent you from following up on any individual’s specific problems. Instead, having private 1:1 conversations with your direct reports is a better way to take their pulse. 

Crucially, make sure you follow up on any feedback. Fail to do so, and you can’t expect your employees to open up to you next time. 

8. Set realistic performance expectations

Performance goals are essential for driving results. But they shouldn’t come at the expense of employee health and well-being. 

If your employees report that unrealistic or high performance expectations are impacting their mental well-being, it’s up to you to take action. Speak to your HR team about setting realistic targets, and work with your employees to understand what they can manage in their current state. 

9. Create career development plans 

Employees who feel they are stuck in their roles with no room for growth or learning can quickly become disengaged and burnt out at work. As a leader, it’s your responsibility to build and develop employee development plans that inspire and motivate your team members. This can include providing stretch assignments, encouraging training and education opportunities, or offering mentorship programs. 

When employees feel like they have an achievable path for career progression within the company, they are more likely to stay engaged and motivated in their roles rather than being mentally distant. 

10. Lead by example 

A leader’s actions have a significant impact on a team’s mental well-being. If you’re consistently overworking, not taking breaks or vacations, and displaying signs of burnout yourself, it will send the message to your team that this is the expected norm. 

Instead, prioritize self-care and work-life balance in your own life and encourage your team members to do the same. Here are some ideas: 

• Implement strict communication rules: No emails outside of working hours, no work during vacations or weekends. 
• Remember to move: Go for a walk, stretch, take a walking meeting, or have lunch away from your desk.
• Avoid overworking: Encourage employees to do the same by setting clear boundaries and taking time off when you need it. 
• Foster healthy habits: Participate in your company’s corporate wellness programs, create group healthy eating challenges, or arrange group exercise classes. 
• Lead with empathy and understanding: Show you care about your employees’ mental well-being by listening, being supportive, and providing resources for support when needed. 

Alleviate employee burnout with a selection of supportive lifestyle benefits

Benepass offers a wide range of pre- and post-tax employee benefits designed to support your employees’ whole selves. 

Our Lifestyle Spending Account is one of the best ways for employees to choose the benefits that matter most to them based on a fixed monthly allowance. Expect reduced burnout, greater well-being and improved productivity as just some of the benefits of setting up an LSA. Here’s how it works: 

1. You’ll create the main pillars of your lifestyle spending account, such as mental health, wellness, food, professional development, etc. 
2. We’ll code your unique policy into our Benepass platform. 
3. We’ll connect Benepass to your payroll system to automate enrollment. 
4. You’ll communicate your supportive LSA offering to your employees, and they can register from day one. 

Ready to see our platform in action? Book a free Benepass platform demo or contact sales@getbenepass.com to connect with a benefits specialist.